Part 1 - Identifying What to Assess

Base Interview Content on an Up-to-date Job Analysis of the Position 

A job analysis involves identifying the essential tasks of a job, as well as the KSAOs that are required to perform those tasks. A job analysis also indicates which KSAOs are required upon entry to a job. These are the KSAOs that should be assessed.

While the essential tasks of some positions (e.g., clerical positions) rarely change, the essential tasks of other positions (e.g., information technology positions) continually change.

To ensure that selection decisions are based upon current and accurate job requirements, any existing job analysis should be reviewed and, if necessary, updated before testing and interviewing are conducted.

Information about a job can be gathered from many sources: 

• interviews with incumbents and their supervisors
• questionnaires completed by
  incumbents and their supervisors
• documents, such as a class specification, job description, job announcement, and a previous job analysis
• direct observation of incumbents

NOTE:

The job analysis information used to determine the content of the hiring interview may be collected by the hiring agency or it may be obtained from another agency that uses the same classification.

Go to Part 2

Test Validation & Construction Program